The non-discrimination policy of an organization particularly if embodied in the workers handbook acts as a safeguard in the event of the company being sued for discrimination. A company’s non-discrimination policy minimizes its liability in case of a lawsuit since it’s a prove that it has put in place policies and procedures that rapidly and sufficiently address complaints by employees or even reports of discrimination in the work place. This makes the company not to appear negligent in the eyes of the law.
The principal law governing workplace health and safety is administered by Occupational Safety and Health (OSHA) which aims at ensuring workers health and safety. To achieve this, OSHA works with employers and employees in order to create and enhance a better working environment through regular inspections, enforcement of workplace safety standards and providing technical assistance and consultation forums to stakeholders. The Occupational Safety and Health Act provides for workplace violence to be a serious safety issue. Legislations have been put in place requiring businesses to have a plan for prevention of workplace injury and protect employees from certain types of violence such as physical assault. An organization may be found liable for being negligent in hiring especially where they fail to exercise reasonable care in screening job applicants. These lawsuits and liabilities can result to contingent losses of millions of dollars in case the organization loses the lawsuit.
These laws also make organizations to take measures to prevent, eradicate or minimize chances of workplace violence. The company’s management is obligated to communicate to all stakeholders a zero-tolerance policy to all forms of discrimination, violence and disregard to health and safety guidelines. Businesses therefore exhibit a corresponding fortitude to create and uphold a secure workplace for all workers by examining their safety, recruitment and performance appraisal policies
Employees on the other hand are also greatly impacted by the non-discrimination policy and health and safety laws of the organization they work for. This is because every act of discrimination or negligence on the part of health and safety laws that takes place in the workplace leaves very wounding unforgettable memories and scars on each and every employee within the organization. The employees become so demoralized that all they think about is the events that took place either to themselves or to their colleagues, thus, drastically reducing employees’ performance significantly. However, with the non-discrimination policy and health and safety laws in place, employees feel that their interests have been put into consideration which boosts their morale and job performance in considerable levels.
Another impact is disciplinary action taken against an employee who contravenes non-disciplinary policy and health and safety laws such as issuing threats of violence, actual violence or any other conduct which is in contravention of these guiding principles. Disciplinary action may take the form of reprimand, oral warning, written warning, demotion and suspension without pay. Furthermore, where there is persistent contravention of these guidelines, an employee will be subjected to termination of employment.
On a positive note, the non-discrimination policy will result to cohesion among employees of diverse backgrounds since they work without fear of prejudice thus bringing a variety of experience to the workplace. This promotes growth of the employees in terms of career progression and enhances employee loyalty. Moreover, the health and safety laws make workers have a positive attitude towards their employer hence perform their duties without fearing for their health, physical wellbeing and assault from fellow colleagues.
Davis Smart Company Limited offers equal employment opportunities to all employees and interested applicants for employment without discrimination on the basis of gender, nationality, marital status, color, race or religion in accordance with the relevant laws.
Davis Smart Company Limited complies with the applicable laws governing non-discrimination in relation to employment in every locality where the company has facilities. This policy is applicable to all terms of employment including hiring, compensation, training, transfer, promotion, leave of absence and termination.
Davis Smart Company Limited expressly prohibits all forms of unlawful harassment of employees on the basis of gender, nationality, marital status, color, race or religion. The company does not tolerate any improper interference with the employees’ ability execute their assigned duties.
The company encourages its stakeholders to report all forms of perceived incidents of discrimination and harassment. It is the policy of Davis Smart Company Limited to swiftly and meticulously investigate reports of that nature. The company does not tolerate vengeance against any person who offers to report incidences of discrimination and harassment or who takes part in an inquiry of such reports.
Persons who suppose that they have been subjected to demeanor proscribed by this policy statement or those who suppose that they have been witnesses of such demeanor should confer their concerns with their direct supervisor, or forward their complaints to the Human Resources or any member of management.
Health and Safety Laws Section of the Employees Handbook
Drug-Free Workplace
Davis Smart Company Limited has a longstanding dedication to offer a secure and industrious work environment. Alcohol, Drug and Substance abuse cause a threat to the health and safety of employees as well as to the security of the company’s equipment and amenities. As such, Davis Smart Company Limited is devoted to the eradication of Alcohol, Drug and Substance usage and abuse within the workplace.
This policy, therefore, outlines the practice and course of action intended to mitigate instances of identified Alcohol, Drug and Substance use or abuse in the workplace. This policy is applicable to all employees and all applicants for employment of Davis Smart Company Limited. The Human Resource and Administration department is in charge of administering this policy. Applicants who do not co-operate in an alcohol, drug and substance test or who test positive will not be hired whereas employees who decline to co-operate in requisite tests or who make use of, acquire, purchase, vend, manufacture or distribute illegal drugs contrary to this policy will be fired.
Safety
Each employee is expected to conduct all tasks in a secure and competent manner while complying with all safety and health regulations stipulated by local, state and federal standards.
Every employee should fill in an Accident and Incident Report for every safety and health contravention that occurs either by an employee or that witnessed by the employee. In case an employee fails to report such a contravention, disciplinary action or even termination shall be imposed.
References
Armstrong Michael, (2006), Human Resource Management Practice, Kogan Page, 120 Pentonville road, London N1 93N, UK.
Mullins J Laurie, (2007), Management and Organization Behavior, Pearson Education Limited, Edinburgh Gate, Harlow Essex CM 20 2JE, England.
